Question

Suppose you have just been hired as the Chief Diversity Officer of a large company. Previous mentoring programs at this company have not been successful. After inquiring about previous efforts, you discover that most mentor pairs met just a few times, but very few lasting or meaningful mentoring relationships were created. There were also a significant number of employees that did not even attempt to seek out a mentor relationship. Which of the following may be a reason why prior mentoring programs at your company failed? Check all that apply.A) Minorities and women are much less likely to develop mentoring relationships than white malesB) Mentoring is not an effective way for organizations to develop female and minority employeesC) Due to specific laws governing appropriate workplace behavior, senior-level male executives were reluctant to cultivate mentoring relationships with female employees, fearing negative repercussionsD) Fear of creating a future competitor within the company, senior-level female executives were hesitant to mentor other female employees

Answer 1

Answer: options A, C and D apply to this situation.

Step-by-step explanation:

A. There might be a perception with women and minorities that they could be treated inappropriately or could become a victim of harassment.

B. Mentoring is a way of motivating the employees and it works on every gender and community.

C. Senior level male managers may get false allegations of harassment from the subordinates due to various strict legislation passed. Thus, it could be a reason that male managers are reluctant for being a mentor.

D. Fear of losing superiority and power lies in all genders and communities thus it could also be reason that female managers were reluctant to be the mentor to new employees.